The last few years have been challenging and uncertain. In early 2020, millions of office workers were sent home and became remote workers as a result of the COVID pandemic. We also continue to endure rapid and forced change due to civil unrest and countries being at war. All of these have an economic impact as well as an effect on the mental health of the workforce.
So how do we prepare for these changes and adapt our practices to ensure we set ourselves, and each other, up for success? The Society for Human Resource Management (SHRM) is a great place to stay up-to-date on best practices and the latest trends related to Human Resources. A recent SHRM blog post provides predictions for Human Resources teams on how the workplace will change in 2023 and what this means for talent acquisition.
There are five predictions made in the SHRM blog post regarding how the workplace will change:
- Continual move from work-life balance to work-life integration.
- Productivity levels for remote workers will continue to increase.
- Shift to workers finding areas within their organization to move to instead of moving to a new organization.
- Increase in short-term (contract) hiring.
- Employees that recently retired will return to their previous employers.
Let’s review the details of these five predictions.
Work-Life Integration & Productivity
‘Ding!’ That was the sound of a notification coming through on your phone, or computer, late at night from one of your colleagues. You sit there and contemplate reviewing the notification, and then decide to check it even though work hours are over. You start working on something and before you know it, 30 minutes have gone by. Many remote workers experience this and the business world is starting to see the implications.
Many remote workers will start watching the clock less as we enter 2023. It may make some of you cringe, but the 9-5 is changing and will continue to change as remote work becomes more permanent. Workers want the ability to adjust their schedule as needed to focus on working hours where they provide their best work, and workers will take this into account when making employment decisions.
When the pandemic began, there was concern that productivity levels would decline as a result of workers being at home. Questions arose about distractions and workers' ability to maintain focus. Over these last few years, productivity has increased for workers and teams, and one of the reasons for that is workers do not get sidetracked by conversations with co-workers in the office.
As we enter 2023, remote work will likely continue and more hybrid options will become available. As the pandemic moves into the rearview mirror, more employers will offer office space for workers who want it and to provide space for in-office collaboration.
Professional Development & Returning Workers
Due to the unpredictable economic climate we are living in, workers will shift their focus to internal professional growth that allows them the ability to take on roles in various departments within their organization. Employers will want to focus on offering development opportunities, like certification and badging programs, to upskill internal candidates. Overall, there will be a greater focus on retention.
Also, workers who have recently taken early retirement may return to work because of the uncertain economic climate. This will be beneficial for employers because the workers that return will have a wealth of knowledge and skills to pass on to less-seasoned workers.
As employers navigate today’s economic climate, there will be a shift from hiring only full-time and part-time workers to short-term (interim) hiring. Organizations will look for assistance as they scale and interim employees typically integrate into new environments quickly. Interim workers can absorb the shock of change and use that energy to come out on top with their best work.
Recap & What’s Next
As 2023 approaches, your team will want to be aware of the changes that are already happening and will happen in the workplace because it will be important for both recruiting and retention.
Be sure to ask yourself what you are doing to prepare and stay up-to-date on the latest trends in Human Resources. Check out these resources: Society for Human Resource Management as well as my recent post, The State of Human Resources, where I interviewed Robin Corralez, PandaDoc’s Chief People Officer, to discuss the state of Human Resources today.
Next week, we will discuss common retention challenges your Customer Success teams face and how to overcome them.
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